Project by : Sagar DusaneFirst Year MMS / Sem– 2Roll No 11- B(2015-2017)

Psychometric Test

What is a psychometric test?• Aim to measure aspects of your mental ability, aptitude or

your personality• Used as part of the recruitment or selection process• Provide employers with a method of selecting the most

suitable job applicants or candidates for promotion• Used by 80% of Fortune 500 and 75% of Times Top 100

companies

What do psychometric tests measure?• How well you work with

other people• How well you handle stress• Whether you will be able to

cope with the intellectual demands of the job

• Your personality, preferences and abilities

• Most do not analyze your emotional or psychological stability

• Best match of individual to occupation and working environment

What types of test are there?

Psychometric Selection Test

Personality & Interest Test

Aptitude & Ability Test

What are they used for?

Psychometric tests

Selection & Recruitment

Career progression

A psychometric test should be:

• Objective: – The score must not be affected by the testers' beliefs or values

• Standardized: – Must be administered under controlled conditions

• Reliable: – Must minimize and quantify any intrinsic errors

• Predictive: – Must make an accurate prediction of performance

• Non Discriminatory: – Must not disadvantage any group on the basis of gender,

culture, ethnicity, etc.

Popular psychometric tests are:

• 16 PF• MBTI• OPQ32• Thomas Personal Profiling System• Gordon’s Personal Profile Inventory• Rorschach Ink-Blot Test• FIRO-B• Picture Frustration Test• Thematic Apperception Tests (TAT)

The five factors modelBasis of many tests: Uses five personality traits:• Openness• Conscientiousness• Extraversion• Agreeableness• Neuroticism

Five factor scoring:

-ve +ve

Extraversion

Agreeableness

Conscientiousness

Neuroticism

Openness to experience

FIRO-B:

• Devised by American psychologist, Will Schutz, in the 1950's

• Helps people to understand themselves and their relationships with others

• Based on a 2-hour, 54-question questionnaire• Describes interpersonal behavior in terms of three primary

dimensions:– Need for Inclusion – Need for Control– Need for Affection

FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR

FIRO-B is used for:

• Team building and team development

• Individual development and executive coaching

• Conflict resolution• Selection and placement• Management and

leadership development• Relationship counseling

MBTI: Myers-Briggs type indicator • Based on theories of Gustav Jung• Most widely-used questionnaire based test• Uses four bi-polar dimensions– Sensing – Intuition (SN)– Thinking – Feeling (TF)– Extraversion - Introversion (EI)– Judging - Perceiving (JP)• To create 16 “Personality Types”

MBTI is used for:

• Individual development• Management and leadership

development• Team building and

development• Organizational change• Improving communication• Education and career

counseling• Relationship counseling

The DISC personality model

• Developed in 1920s to understand ‘why people do what they do’

• Simple questionnaire based

• Uses four categories of human behavioral styles– "D" for Dominance-Drive-Direct – "I" for Influence – "S" for Steadiness or Stability – "C" for Compliant, Conscientious,

or Cautious

Direct, Influencing, Steady and Compliant behaviors.

The DISC Four Quadrant Model

DISC is used for:• As a learning tool• For career development• Training, coaching and mentoring• Organisational development and performance

16 Personality Factor model (16PF)

• Developed in the 1940s and refined in the 60s• Attempts to define the basic underlying personality• Questionnaire based• Analysis using 16 personality factors

• Selection• Development• Executive coaching• Teambuilding

16 PF is used for:

Johari Window• Joseph Luft and Harry Ingham in 1955• Used to help people better understand their interpersonal

communication and relationships• Subject chooses 5 or 6 out of a list of 55 adjectives• Peers of the subject then pick up 5 or 6 adjectives which

they think describe the subject

Each adjective is placed in one of four quadrants

Team members - and leaders - should strive to increase their open free areas, and to reduce their blind, hidden and unknown areas.

Aptitude and ability tests• Designed to assess one’s

logical reasoning or thinking performance

• Usually consist of multiple choice questions, administered under exam conditions

• Typical test might allow 30 minutes for 30 or so questions

• At least 5000 aptitude and ability tests on the market

• On-line testing increasingly popular

Types of aptitude & ability test

Verbal ReasoningNumeric ReasoningAbstract ReasoningSpatial ReasoningMechanical ReasoningData CheckingWork Sampling

Aptitude & Ability Test

Psychometric Tests be used in recruitment• Big businesses and 70%(Small and medium-sized

enterprises) of SMEs in Europe, India and Australia use them

• Psychometric conducted after the initial CV selection and telephone contact, but before recruitment interviews

• It helps to judge 360° view of candidates’ abilities• Emotional intelligence tests in order to evaluate candidates’

ability to observe, understand and manage their emotions• Measure how people differ in their motivation, values,

priorities and opinions with regard to different tasks and situations

• Helpful at analysing the more ‘hidden’ traits of an individual

Dte Mba/ MMS Cet 2016

99 96 93 90 87 84 81 78 75 72 69 66 63 60 57 54 51 48 45 42 39 36 33 30 27 24 21 18 15 12 9 6 30

500

1000

1500

2000

2500

X-axis = PercentileY-axis = no of students

Decode- Discover the path of your success….

For more information:BOOKS  Anastasi Anne, Urbina Susana, Psychological Testing,

Pearson Education, 2003.Mcshane S, Glinow A M, Sharma R, Introduction to Organization

Behavior, Tata McGraw Hills, 2006.E-Books

D.Constantine-Simms, Everything you need to know to pass psychometric tests.Magazines

HRM Review February 2007Websiteshttp://www.teamfocus.co.uk/different_types_of_psychometric_tests.htmhttp://changingminds.org/disciplines/hr/selection/psychometric.htmhttp://www.personalitypathways.com/type_inventory.htmlhttp://en.wikipedia.orgwww.humanmetrics.comhttp://www.opp.co.uk